The same Loom Haven you know, hunters for hunters, now with more reach.
Same team, same approach: we go and find the person rather than wait for one to apply. If you have a role open, we can pick up exactly where we left off.
Have a role to fill? Let us pick up where we left off.
You knew us for sales talent. We hunt the same way. We just cover more ground now.
The hardest sales roles to fill, and the ones we are asked for most.
On every placement, under the terms of your engagement letter.
We map the market rather than advertise the role, and you see the map.
Niche technical talent, specialized operators, and mission-critical individual contributors: the searches other firms decline. Difficulty is the assignment, not the exception.
We do not post and pray. We map the entire market and engage the top performers who are not applying, the people your competitors cannot reach. You hire the best in the market, not the best who happened to apply.
We are former operators who have managed P&Ls and led teams. We assess candidates for the work itself, not just a polished resume, and serve as an extension of your leadership team.
Every placement is backed by a 90-day replacement guarantee under the terms of your engagement letter. Every candidate is vetted for functional excellence and long-term fit before they reach your inbox.
Sales and commercial is the desk you knew us for, and it still leads. The five underneath it are the ones we have expanded into since, each with a client base we have held for years and a network we built by working it, not by buying a list.
The full sales practice is at sales search.
The desk you knew us for. Quota-carrying hunters, the leaders who run them, and the commercial roles either side.
Revenue-producing hires rather than support around them: the people measured on what they bring in. This is where the firm started and it is still where most of our work sits.
VP Sales · Sales Director · Account Executive · Business Development · Commercial Manager
Field and office leadership for general contractors, subcontractors and the supply chain around them.
General contracting, the trades and the specialty subcontractors underneath them, plus the suppliers and distributors who serve the same projects.
Project Executive · Superintendent · Senior Estimator · MEP Coordinator · Safety Manager
The people who own the numbers, and on the insurance side, the producers who carry a book.
The finance function from the controller's desk up to the CFO, and on the insurance side the commercial lines producers and underwriters who carry revenue rather than administer it.
CFO · Controller · VP Finance · FP&A Manager · Commercial Lines Producer · Senior Underwriter
Permanent and contract-to-hire placement for product, platform and delivery teams.
Product, platform, infrastructure and security, staffed permanently or through a contract bench depending on how long the work runs.
CTO · Engineering Manager · DevOps and Platform Lead · Product Manager · CISO
Operator roles rather than clinical ones: the people who run the business of care.
The administrative and commercial side of provider organisations. We do not place clinicians. We place the people who run the practice around them.
Practice Administrator · Revenue Cycle Director · Clinical Manager · Health IT Lead
In-house counsel and the compliance function around it.
In-house teams rather than private practice: the counsel who sit inside the business and the compliance and contracting function that reports alongside them.
General Counsel · Associate Attorney · Compliance Manager · Contract Manager
Every desk runs the same process: calibration, a market map you actually see, a shortlist with our reasoning attached, and a 90-day replacement guarantee under the terms of your engagement letter.
We learn the role, the team, the culture, and the non-negotiables, then define what exceptional actually looks like before the search begins.
We map the full market and engage the top performers who are not looking. The best talent is rarely on a job board, so we go to them.
You receive a shortlist of pre-vetted candidates, each assessed for capability and cultural fit. A shortlist, never a stack.
We manage offers, transitions, and onboarding, backed by a 90-day performance guarantee that keeps the risk on us, not you.
Every desk above runs the same process. What changes between engagements is who carries the risk of the search not closing, and that is what separates the models below. It is a question of the role and the market, not of which one is the premium product.
We are paid only when you hire. Because we carry the whole risk of a search that never closes, this is the right structure when the role is well defined, the qualified market is deep enough to work at speed, and confidentiality is not a constraint. It also suits a search you might not conclude, because you are testing the market.
Well-defined roles · Deep candidate markets · Speed over exclusivity · No fee until a placement is made
A smaller portion of the fee is committed at kickoff, with the majority contingent on placement. It buys exclusivity and priority without a large upfront commitment, which suits a first senior hire or an approval process that will not sign off on one before a slate exists.
Part committed at kickoff · Exclusive and prioritised · Majority tied to the outcome · First-time senior hires
A portion of the fee is committed at kickoff and credited in full against the placement fee, with the balance due on placement. In exchange the search is exclusive and prioritised. The commitment is what pays for a whole-market map rather than the candidates who are easiest to reach, structured assessment, referencing, and readouts whether or not the news is good.
Senior and hard-to-replace roles · Confidential searches · Whole-market mapping · Retainer credited against the fee
Bring someone on under contract with a clear path to permanent conversion, so fit is evaluated on the job before the long-term commitment. It suits fast-moving teams and newly created functions where the shape of the role is still settling.
Trial-to-permanent pathway · Fit evaluated on the job · Lower hiring risk · Smooth conversion to full-time
Send me the role and I will get hunting. You will hear back from me, not from a queue.
AJ Marcoz
Managing Director, Loom Haven Advisors